Tips for Interviewing After a Layoff

I had coffee with someone who wondered how I could be so productive and positive after such an exhausting experience. They’ve been out of work two months before me; I understood the weariness in her typically youthful face and the sadness of her voice. I explained this is the second time in 27 years being part of a management misalignment, re-org/layoff. I remember so vividly the shock and paralysis in 2008. No one says it’s normal to feel like you’re in a haze, you’re angry, you’re hurt. It’s grief and that is normal. I gave her 4 steps that I took to recover and these 4 steps became muscle memory everytime I transitioned from one place to another thereafter. The same 4 steps will save you emotional pain when you know your compass, aka your core values, are being tested or misaligned. - first, start with your why. Why do you work? Why did you want to work there? Why this job? Why this career? - second, what. What did you bring to the team? What did they give you/or what did you learn? What would you do again? What would you do without? What are your non-negotiables? - third, assess. Spend one week assessing if you are up to speed with the market, latest trends in industry, familiar with the newest tools. Go toe to toe with the job descriptions and evaluate yourself. Then get acquainted with the stuff that is missing. Webinars, free conferences, LinkedIn Learning, Coursera + certifications. As you are applying + interviewing, keep learning and apply what you are learning to the conversations. Building your own plane and flying it at the same time; businesses do it all the time! - fourth, create your compass. What motivates you to get up and work? And what do you need to see/feel/hear to be excited about aligning your personal brand with theirs? How will you know if what they say rings true for you? What kind of environment do you need to thrive in? Then use these answers to sort through the jobs, use these answers to reframe your resume, use these answers to refine your networking skills and use these answers to interview opportunities for your career prospects. Use these answers to dissuade your negative thoughts and the people around you who might not understand your compass.

You or someone you know may have just been laid off. If that is the case, I want to offer you two things. First, my condolences. Second (and more helpfully), some advice. Here is what you need to keep in mind when explaining your layoff in job interviews: First, understand why a hiring manager will want to know about your layoff. The truth of this is that when companies do layoffs, they often use it as an opportunity let go of the people they view as low performers. When you are applying for a job after a layoff, you will be confronted with the hiring manager’s fears that you were laid off due to low performance. Rather than getting angry or defensive, understand that you have an opportunity to handle this fear in a way that helps you. The first part of addressing the hiring manager’s fear is being able to explain what happened without embarrassment or appearing as if you have something to hide. This is crucial. They are asking you their “tough question” about their “secret fear” and your ability to respond calmly and confidently will matter just as much as the actual content of your answer. Next comes the content. This is the actual story of “what happened?”. If your entire team or division was cut, this is the strongest story. Be clear about that and say “my entire team was cut”. Point them to a news story that verifies your claim if you can. If you were cut as a small percentage of the team, you have a harder job. Your key steps are: - In a single sentence, state the truth — ”I was laid off as a part of a larger layoff within project X.” - Give a plausible, non-performance reason why you were laid off. This can be anything that makes sense in your job. For example, a software engineer might say “My specialty on the team was X and now that feature will be in maintenance mode.” The key is to give the hiring manager a narrative about the cut that is based on company needs or broader circumstances rather than on your performance. - Transition the topic to a positive, forward-looking statement about what you will contribute. “While I liked company X, this gives me a chance to learn new thing Y at your company. I love to learn (grow, contribute, etc.) and so I’m excited about this new opportunity with you.” Bring the conversation back to what you bring to the company. - Never badmouth your old boss or company. An interview is not the place for grievances and no one wants to hire an angry person. Just like dating, no one wants to start something with someone who isn’t over their ex. You have to appear to be a great future colleague rather than one with baggage. Please share your own layoff experiences or your perspectives as hiring managers. We are in a period of layoffs right now and it is important that those who face layoffs feel as prepared as possible to start looking for their next role.

Do you struggle with talking about gaps or layoffs in your interview? Most do (I did, too) and there is no shame ...in either scenario. The next time you're preparing for an interview, try this approach: Ask yourself -- 1// What were you working on or toward in that role (or role prior to your gap) 2// What stakes were at play? What were you up against? 3// Simply state the reason for your gap/the layoff that occurred (short and sweet) 4// What did it teach you? 5// How has this new understanding prepared your or clarified your experience as an asset for the next company you're targeting? Everyone loves a comeback-kid. Make your layoff or gap work FOR you.

Why did you leave your last role? After a layoff, the question can feel like a trap. But it doesn’t have to be. Here’s how to answer it with confidence, without sounding defensive or apologetic: 1️⃣ Keep it short and neutral Hiring managers don’t need every detail. They’re listening for emotional intelligence and clarity. Example: “There was a company-wide restructuring and my role was eliminated.” No blaming. No extra drama. Just facts. 2️⃣ Own your response, not the decision What you did after the layoff tells them more than the layoff itself. Example: “Since then, I’ve been focused on strengthening my leadership story and refining the kind of roles I want to target next.” Or: “I’ve been consulting while taking time to build my portfolio and prep for roles that better align with my long-term goals.” 3️⃣ Connect it back to their role The best answers always come back to value and fit. Example: “One reason this role stood out is because it gives me the opportunity to build on my experience in both product and operations, and that’s exactly the kind of work I want to keep growing into.” ⭐ Bonus: Prep for follow-ups If they ask why you weren’t part of the team that stayed, don’t get defensive. Say something like: “Honestly, it came down to a structural shift and role consolidation. But I left proud of the work I did and still have strong relationships with the team.” Here’s the truth: layoffs happen. The story doesn’t need to be perfect, it needs to be clear, calm, and forward-focused. If you carry it with confidence, the question becomes a moment to show maturity, not a red flag. ♻️ Help me share this post and let’s help others bounce back from a layoff.